S2E5: Peter Hayashida on Interviews, Culture, Remote Work, and More!

Text Jason @ Leadership Voyage

Peter Hayashida is a nonprofit consultant and coach based in Honolulu. He most recently served for more than 12 years as president of the UC Riverside Foundation and vice chancellor for advancement at the University of California, Riverside. He oversaw development, alumni engagement, university communications, and advancement services and led planning, execution, and completion of UCR’s first comprehensive fundraising campaign. The effort surpassed its $300 million goal, doubled annual production of private support, and tripled the endowment.

Peter previously worked for more than 19 years at UCLA, mainly in advancement leadership. He earned a Bachelor of Arts degree in communication studies from UCLA and an M.B.A. from California State University, Northridge.

Peter served on the Council for Advancement and Support of Education (CASE) Board of Trustees and has chaired and presented at CASE educational programs for 25 years. He served for a decade on the board of directors of the Los Angeles LGBT Center, the world’s largest and most comprehensive provider of healthcare and human services to the LGBT community He speaks and writes on issues of fundraising, leadership, diversity, talent management, and succession planning.

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In this episode, we talk about the following:

Interviews

• When interviewing, look for a place aligned with your values, that will challenge you, and where you'll report to someone invested in your growth.
• Have a healthy objectivity about your job opportunities.
• Behavioral interviews are the norm.
• Be prepared with questions about the organization.
• Search committees are valuable when they bring a diversity of perspectives, members are present and engaged, and aligned on job definition.

 Bad Managers

• Maybe they've not been coached?
• Anyone can become an effective manager.
• They might be missing organizational training.

Culture

• It's the set of values, practices, norms, and rituals that makeup where we work.
• Toxic cultures tend to have a lack of trust, lack of transparency, and/or inconsistent accountability.
• Leaders can help culture by modeling behaviors, creating incentives for others to come along, operationalizing values, and confronting bad actors.
• Practice respect and show compassion.

Hybrid v. Remote v. In-Person

• Remote/Hybrid present challenges for building camaraderie and holding meetings.
• An intentionally handled hybrid setup may be the best.
• But there's not enough history or data to conclusively weigh in on this. 

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Leadership Voyage
site: leadership.voyage
email: Sta

Leadership Voyage
email: StartYourVoyage@gmail.com
linkedin: https://www.linkedin.com/in/jasonallenwick/
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music: by Napoleon (napbak)
https://www.fiverr.com/napbak
voice: by Ayanna Gallant
www.ayannagallantVO.com
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